When the job is for giving a technical output what is the role of success factor? ( Ex: career growth )1
If a success factor is changed during the year how do you know what you will be reviewed against at the next pdr?
What other two data models are used?
When the job is for giving a technical output what is the role of success factor? ( Ex: career growth )
Do you have to choose the same level (e.g. Self) for all the success factors identified?
What if a person achieves most of the success factors will it be beneficial in getting more payment/promotion?
Are the levels linked to job grades?
If an individual achieves all the success factors does that mean they will get promoted / get more pay?
How do you make a field to be required to be filled?
Why are there three levels within the framework?
What type of configuration is done in the country specific succession data model?
How much evidence in assessing success factors will we be expected to produce?
How do you integrate employee central externally with other products?
Are they going to apply to academic staff as well?
What is defined in the country -specific corporate data model?
In what way can employee central be integrated with success factors products?